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Procedures for Handling Allegations of Retaliation

The UT Health Science Center at San Antonio is committed to protecting individuals from retaliation
for good faith actions in reporting, or participating in an investigation pertaining to alleged violations
of laws, rules, policies or procedures applicable to the Health Science Center. The University encourages employees to report, and to assist in any
investigation by persons authorized or responsible for such matters.

The Health Science Center has a policy, see the Handbook of Operating Procedures (HOP), Section 2.5.2, "Protection
from Retaliation for Reporting Suspected Wrongdoing", that prohibits unlawful retaliation against employees as a
consequence of good faith actions in the reporting of, or the participation in an investigation pertaining to,
allegations of wrongdoing.

All complaints, except for discrimination, sexual harassment and sexual misconduct, alleging retaliation must
be submitted in writing to the Compliance Officer and must
contain the information stated in the HOP, Section 2.5.3, "Procedures for Handling Allegations of Retaliation".
The Office of Human Resources EO/AA Officer and/or the Executive Director of the Academic, Faculty, Student Ombudsperson and ADA Compliance Office should be contacted for retaliation relating to discrimination, sexual harassment and sexual misconduct at (210) 567-2691

When the alleged wrongdoing is significant or widespread or applies to the U.T. System as a whole, or if the employee is uncomfortable reporting to the Health Science Center Chief Compliance Officer, the employee may submit a report to the:

Vice Chancellor and General Counsel and U.T. System Ethics Officer (512-499-4462).

These policies do not protect an employee who files a report or provides information that he or she knows to be false or who does not have a reasonable belief in the truth or accuracy of the information. An employee who is determined to knowingly have made false accusations or given false information during an investigation may be subject to disciplinary action, including termination of employment, in accordance with applicable institutional policies and procedures.